H UMAN CAPITAL INITIATIVES AND CHALLENGES WITHIN DOC FINANCE COMMUNITY Lisa Casias Deputy CFO, Department of Commerc

1. HUMAN CAPITAL INITIATIVES AND CHALLENGES WITHIN DOC FINANCE COMMUNITYLisa CasiasDeputy CFO, Department of CommerceMarch 11, 2008

2. Accounting & Finance FTEs

3. HIRING/RETENTION • Department-Wide Internship Programs • NAF – National Academy of Finance • Provides opportunity for talented area high school students to obtain hands-on experience in finance and accounting related fields • Offered in the summer between the students’ junior and senior years • Students are hired under the Student Temporary Employment Program at the GS-1 level and are placed throughout the bureaus • Developed in partnership with the National Academy Foundation, a national non-profit, school-to-career foundation • Targeted to students enrolled in a two-year track in accounting and finance • Serves as a means of developing potential future federal finance staff.

4. HIRING/RETENTION • Department-Wide Internship Programs, contd. • FCIP – Federal Career Internship Program • Two-year program designed to prepare college graduates for federal careers in accounting • Targeted to college graduates interested in pursuing a career in accounting • Selected candidates are appointed to accounting positions under the Schedule B Authority at grade levels GS-5, 7, and 9 • Candidates become eligible for permanent positions upon successful completion of the program • Has proven to be an excellent source for filling hard-to-fill finance positions.

5. HIRING/RETENTION • Department-Wide Internship Programs, contd. • Post Secondary Internship Programs • These are both summer and academic year paid internships • Targeted to U.S. citizens enrolled as undergraduate or graduate students at two and four-year accredited educational institutions • Includes on-site work experiences with DOC bureaus and offices to integrate academic theory and workplace requirements, gain relevant skills and knowledge, explore Federal career options, develop professional networks, and gain a greater awareness of the role of Federal agencies • Interns receive stipends as well as paid round-trip transportation expenses between their schools/homes and work locations, and assistance with temporary housing • Most internships are in the D.C. Metro area, but some are available at locations around the US • Interns are not DOC employees; rather, they are affiliated with one of the five sponsoring organizations with which we collaborate to recruit interns • The five organizations are Hispanics Assoc. of Colleges and Universities, American Indian Science and Engineering Society, Minority Access Inc., Oak Ridge Associated Universities, and the Washington Center.

6. HIRING/RETENTION • Student Educational Employment Programs (Paid) Provides employment opportunities for all students...high school, undergraduate, graduate, and vocational/technical. Students are employed year round under a flexible work schedule. Comprises two components: • Student Temporary Employment Program (STEP) • Offers temporary employment, from summer jobs to positions that last as long as candidate is a student • Needs not be related to candidate’s academic field of study. • Student Career Employment Program (SCEP) • Valuable work experience directly related to candidate’s academic study • Provides formal periods of work and study while attending school • Candidate may be eligible for permanent employment after successfully completing education and meeting work requirements.

7. HIRING/RETENTION • Student Educational Employment Program (Unpaid) • Student Volunteer Service • Offers unpaid training opportunities to students in high school and college • Provides work experience related to student’s academic program • Allows students to explore career options and develop personal and professional skills • Provides exposure to the various missions and responsibilities of the Department.

8. Developmental Programs/Succession Planning • ALDP (Aspiring Leaders Development Program) • 12-month program - provides a series of developmental experiences to enhance leadership competencies.  • Track 1 targets employees at grade levels GS-7 through 9 (or equivalent). • Track 2 targets employees at grade levels GS-11 and 12 (or equivalent).  • Includes weeks of formal core training, 60-day developmental work assignment outside of staff’s office, action-learning team projects, speaker events, book reviews, shadowing assignments, and mentoring from senior managers. • ELDP (Executive Leadership Development Program) • 18-month program - provides candidates with a wide variety of competency-based leadership development experiences • Targets employees with high potential at GS-13 and 14 levels (or equivalent) • Includes 120-day developmental assignment, an action-learning and team project, and access to individual mentors and coaches. • Concentrates on developing participants in the following leadership competencies: creativity and innovation, conflict management, decisiveness, human resources management, and influencing/negotiating/mentoring.

9. Developmental Programs/Succession Planning • SES CDP (Senior Executive Service Candidate Development Program) • 18-month duration • Prepares qualified candidates for SES positions • Careers In Motion • Improves skills and mobility of employees for potential advancement to higher levels • Includes career development workshops that best meet development needs • Others • Mentoring Program • Administrative Professional Certificate Program

10. Flexibilities/Incentives 1. Non-Monetary Incentives • AWS • Telework • Credit Hours • Cross Training 2. Monetary Incentives • Paybanding • Performance Based Bonuses • Technical Position Designation • On the Spot Awards

11. Others - Future • Retention Bonus • Student Loan Repayment • Recruitment and Relocation Bonus • Cooperation with the CFO Council on Human Capital Initiatives

12. CHALLENGES Dollars • Budget Constraints Limiting Monetary Incentives • Pay Gap for Starting Salaries Lack of Candidates • Shrinking Pool of Candidates for 510 Series on Certificates • Few Candidates on Certificates Meeting Pertinent Experience • Competition Among Federal Agencies for Same Types of Talents • Competition with the Private Sector where Accountants are in High Demand/Inability to Compete with the Private Sector for Talented Employees

13. CHALLENGES Qualifications • Academic Degree usually not Required for OPM Qualifications Standards 510 Series (may impact the quality of candidates) • OPM Qualification Standards Do Not Offer Additional Credit for CPA Credentials Process • Ranking of Applicants Determined by Human Resources/Automated • Timeliness of the Hiring Process.

14. Questions?